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New Zealand Journal
of Employment Relations
Volume 34 Number 2 In the latest New Zealand Journal of Employment Relations the following topics are covered. If you wish to read the full articles or download the entire NZJER issue you need to subscribe to the NZJER. If you are already a subscriber please log in here. Assessing the Contents of the Psychological Contracts: A Cross - Sectional Survey of the Academics at an Australian University BRANKA KRIVOKAPIC-SKOKO, GRANT O'NEILL and DAVID DOWELL* Abstract This paper addresses the content of psychological contracts within academia and provides some empirical evidence from an Australian University. Using exploratory factor analysis of the data collected from the cross-sectional survey this research classified the academics’ obligations to the University as meeting academic expectations, commitment; and ‘above and beyond’. With regard to the University's obligations as perceived by the academics the research identified the following eight underlying factors: fair treatment in promotion; staff development and support; good management and leadership; academic life; fairness and equity; appropriate remuneration; rewarding performance; and, good workplace relations. The initial cluster analysis allowed for some unpacking of the effects of such characteristics as gender, age, position level, union membership, and length of employment upon the content of the psychological contract. What emerged from the analysis is that each of these dimensions is an important factor with regard to psychological contract content and effects. It is critical for the University and the academics to be sensitive to possible differences in expectations, since unrealised expectations may result in de-motivation, decreased commitment, increased turnover, and loss of trust in the organisation. These contracts motivate employees to fulfil commitments made to employers when they are confident that employers will reciprocate and fulfil their side of the contracts. * Dr Branka Krivokapic-Skoko, Associate Professor Grant O'Neill and Dr David Dowell are with the Faculty of Business, Charles Sturt University, Bathurst, NSW, Australia. How Unions Impact on the State of the Psychological Contract to Facilitate the adoption of New Work Practices (NWP) CAROL GILL* This article draws together empirical research in the psychological contract, trust, unions and NWP literatures to draw conclusions on the way in which unions impact on NWP. It finds that strong unions that have a co-operative relationship with management prevent and heal breaches in the psychological contract and facilitate a virtuous trust cycle that is important to the implementation of NWP. This has significant implications for theory and practice, particularly in anti-union institutional contexts that are focused on union avoidance, suppression and substitution. * Dr. Carol Gill is Organisational Leadership - Programme Director and Senior Fellow - University of Melbourne. Melbourne Business School, Victoria, Australia. c.gill@mbs.edu How Does Psychological Contract Explain the Efficacy of Coaching? CHRISTIAAN MCCOMB Abstract There is little in workplace coaching literature to explain its efficacy. Psychological contract is a construct which could explain it, but it is yet to be introduced to the body of knowledge. This paper examines the data collected from an exploratory case study to explain the perceived lack of results reported by participants of a workplace coaching program. Using psychological contract theory as a frame of reference, it explains the lack of results as a function of expectation mismatches identified in the case. It is inferred that certain conditions might need to exist for coaching to be effective as a workplace intervention. Managing Diversity: A Twenty-First Century Agenda BRONWYN WATSON*, PAUL SPOONLEY** and ELJON FITZGERALD*** Abstract Workplace and workforce diversity has become an important issue, partly because of a management literature which has become more aware of such concerns, and partly because of the contemporary international and domestic mobility of the labour force. This article explores the contribution of equal opportunity, diversity management and high-performance work systems approaches to diversity and identifies their strengths and limitations. * Bronwyn Watson is Research Manager for the LMD Flat Whites: How and why people work in cafés JANET SAYERS* Abstract This research note reports on recent research examining people working in cafés in Auckland, with a view to exploring how and why people use cafés to facilitate work and their productivity. Cafés are recognised as an important component of retail districts and cities more generally (Florida, 2004; Hospers & van Dalm, 2005; Jacobs, 1969), but they are rarely taken seriously as workplaces in literature about work. * Dr. Janet Sayers is Senior Lecturer in the Department of Management (Albany) at Massey University. j.g.sayers@massey.ac.nz Research Note: Undertaking Cross-Cultural Research into Psychological Contracts BRANKA KRIVOKAPIC-SKOKO,DAVID DOWELL, GRANT O'NEILL AND JODIE KLEINSCHAFER* Abstract This research note provides a brief overview of recent literature on cross-cultural research into psychological contracts and identifies several opportunities for future research in this area. The discussion initially focuses upon empirical research that explores how culture may influence psychological contracts, and then moves to address some key methodological issues that need to be considered when undertaking cross-cultural research. * Dr Branka Krivokapic-Skoko, Dr David Dowell, Associate Professor Grant O'Neill and Jodie Kleinschafer are employed by the Faculty of Business, Charles Sturt University, Australia. Research Note: Retention Factors for New Zealand Graduate Customs Officers JEAN MARTIN*, ANDREW J. MARTIN**, and BETH TOOTELL*** Abstract This case study explored what employment value proposition attributes could contribute to the retention of Customs officers who graduated from the New Zealand Customs Service Trainee Induction Programme between July 2005 and July 2008. The findings suggest six attributes of remuneration, nature of work, career development, leadership quality, people and organisation as employment value proposition attributes could contribute to the retention of this employee group. In an organisation that has to make considerable investment in recruitment and induction an understanding of the core employment value proposition attributes that could contribute to the retention of Customs officers is a business imperative. * Jean Martin is a Masters student at Massey University, Palmerston North. Research Note: Popcorn, Pickets, and Brass-bands: Young Workers’ Organising in the Cinema Industry 2003- 2006 GRACE MILLAR* Abstract Since the Employment Contracts Act in 1991, the New Zealand union movement has become significantly smaller and less powerful. The service and retail sectors, where many workers get their first jobs, often have no union tradition. How to organise young workers and how to rebuild unionism in the service industries are two of the most important questions facing the New Zealand union movement. Movie theatres were one of the many service-based workplaces that were deunionised in the period after 1991. In April 2002, Reading Cinemas opened a new movie theatre in Wellington. In November 2003, workers were paid at the New Zealand minimum wage rates of $8.50 for ver 18 year olds and $6.80 for under 18 year olds, and there were no union members at Reading cinemas. Over the next few months, 95% of Reading workers joined the union, and a year later, these workers took industrial action, voted 100% for a strike, and won a collective agreement. This article will undertake a qualitative analysis of the unionisation at Reading and the dispute that followed and to explore what this workplace can add to our understanding of young workers in unions.
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